1) growth performance
成长绩效
1.
The results of the survey(N=223) indicated: ①SL could promote the staff GP;②The GP indictors were significantly varied between 4 couples of Culture Orientation(CO);③SL impacted the growth performance with "total,alternative,contingent,and opposite" patterns according to the distinct COs.
借鉴服务型领导(SL)理论、GLOBE的文化导向框架,构建影响科研人员成长绩效的理论模型。
2.
Contact of incubator manager and management team with staffs of incubating enterprises can promote growth performance of incubating enterprises.
孵化器经理及管理团队与在孵企业人员的接触可以促进在孵企业成长绩效的提升。
2) venture growth performance
创业成长绩效
1.
The research verifies the relationship between venture value and venture growth based on the field data analysis,it state that venture value of high-tech new firm has a prominently positive effect on venture growth performance,but entrepreneurial incubating environment has an effect of external catalyze.
通过实证数据检验了科技企业创业价值与成长绩效的关系,结果表明,创业价值因素对创业成长绩效具有显著的正效应,而创业孵化环境起到了外部催化剂效应。
3) business growth performance
公司成长性绩效
1.
Based on interviews and 163 valid questionnaires of top management team(TMT),this paper emphasizes the relationships between TMT emotional conflicts,team entrepreneurship and business growth performance.
根据对企业高层管理者访谈和163份有效问卷,重点分析高管团队内情感冲突、高管团队企业家精神和公司成长性绩效间的关系。
5) The performance of school principals
校长绩效
6) Long-term performance
长期绩效
1.
Long-term Performance of the Uncapped Corporations in Financial Distress——Performance Evaluation Based on Factor Analysis Method
我国财务困境公司重组摘帽前后的长期绩效——基于因子分析法的绩效评价
2.
This paper selects these corporations as samples,which were uncapped after they were Special Treatment only one year,adopts fixed and circular proportion method to analyze their long-term performance.
ST公司在脱离困境后的长期绩效如何,是投资者、债权人和证券监管部门关注的焦点。
补充资料：高绩效组织
高绩效组织：技术创新与冒险，重视学习，设计工作去要求许多技能，组织跨部门团队，以援助者与训练者的角色来代替管理者的角色，能够为员工的表现提供回馈，只有极少的管理阶层，让每一位成员都接近客户，能够提升应变力与平衡力，能夠支付与表现相称的酬劳，将企业有关的资讯与全体员工共享，规划资讯系统以支持团队工作，做到社会面与技术面的平衡。
说明：补充资料仅用于学习参考，请勿用于其它任何用途。
参考词条